THE EFFECT OF ORGANIZATONAL CULTURE ON EMPLOYEES COMMITMENT IN THE CASE OF ETHIOPIAN ISLAMIC AFFAIRS SUPREME COUNCIL

Abstract

The objective of this study was to assess the effect of organizational culture on employees’ commitment in the case of Ethiopian Islamic Affairs Supreme Council. It was guided by the research questions, which are to assess the effect of organizational culture (involvement, consistency and adaptability) on employees’ commitment. The study was used simple random sampling technique to select the samples of the respondents. The total populations of the study in EIASC were 264 from these, 159 samples were selected and distributed to the respondents; finally 143 responses were filled and returned. The data were collected through questionnaire, interview and observation. The researcher used both primary and secondary data. Descriptive and explanatory research design was employed as well as both quantitative and qualitative research approach was used. The data were analyzed using descriptive statistics, Pearson correlation and the regression analyses through the soft ware of SPSS version 20. The result of descriptive statistics shows the profile of respondent and to see the perception of employees’ commitment within mean, percentage, table and graphs. Pearson correlation to show us the relationship between independent and dependent variables as well as the regression model indicates that the effect of organizational culture on employees commitment. The Pearson correlation result revealed that adaptability has strong positive and statistically significant relationship with employees’ commitment. In addition, consistency and involvement organizational culture have moderate, positive and statistical significant relationship with employees’ commitment. The regression analysis result indicates that, organizational cultures (involvement, consistency and adaptability) have a positive effect on employees’ commitment. Based on the result of this study, organizational culture and employees’ commitment have a positive and significant relationship. Even though the relationship is direct and positive, unsatisfied performance of the employees and the organization as a whole may comes due to the weakness of organizational culture and its miss implementation in the organization. According to the researcher’s observation, the organization’s performance is not that much attractive as compared to its performance before 10 years. Some of the sound manifestations for this problems are most of the employees’ and middle managers’ time management is no appreciable, some workers absent frequently without permission, cooperation among workers is not that much strong, turnover is high and most workers are interested to leave the organization if they get other opportunity.